Development of a measure of workplace deviance

The purpose of this research was to develop broad, theoretically derived measure(s) of deviant behavior in the workplace. Two scales were developed: a 12-item scale of organizational deviance (deviant behaviors directly harmful to the organization) and a 7-item scale of interpersonal deviance (deviant behaviors directly harmful to other individuals within the organization). These scales were found to have internal reliabilities of .81 and .78, respectively. Confirmatory factor analysis verified that a 2-factor structure had acceptable fit. Preliminary evidence of construct validity is also provided. The implications of this instrument for future empirical research on workplace deviance are discussed.     

工作场所无礼行为的溢出和交叉效应:超越职场范围的负性作用机制

以往研究通常考查工作场所无礼行为对接收者个人和工作场所内相关结果的影响。而近来研究指出,无礼行为会超出工作场所的界限产生溢出效应,且工作场所无礼行为会对接收者之外的他人产生消极作用,即工作场所无礼行为的交叉效应。在综述国内外相关文献的基础上,总结出了溢出和交叉效应的产生机制,包括消极情绪和情感在无礼行为溢出效应中的中介机制,以及压力传递在无礼行为引发的消极情绪和行为反应与工作-家庭冲突中的中介角色;深入探讨了共情在无礼行为交叉效应中的调节机制和社会阻抑在无礼行为交叉效应中的中介机制;并建议未来相关研究选取新的结果变量视角、探究新的中介机制和边界条件以及进一步整合无礼行为的溢出和交叉的连锁效应机制     

Interpersonal mistreatment in the workplace: the interface and impact of general incivility and sexual harassment

This article examined the relationships and outcomes of behaviors falling at the interface of general and sexual forms of interpersonal mistreatment in the workplace. Data were collected with surveys of two different female populations (Ns = 833 and 1,425) working within a large public-sector organization. Findings revealed that general incivility and sexual harassment were related constructs, with gender harassment bridging the two. Moreover, these behaviors tended to co-occur in organizations, and employee well-being declined with the addition of each type of mistreatment to the workplace experience. This behavior type (or behavior combination) effect remained significant even after controlling for behavior frequency. The findings are interpreted from perspectives on sexual aggression, social power, and multiple victimization.     

The reduction of attack instigated aggression

Thirty subjects competed with an opponent in a reaction time task to avoid receiving shock. The opponent initially set only the highest possible intensity shock for the subjects. The opponent then adopted one of three strategies to reduce the intensity of shocks set by the subjects. In one condition the opponent set shock intensities which matched those set by the subject. In a second condition the opponent set shocks which were not contingent upon those set by the subject but which were identical to those set by the opponent who matched the subject's settings. The opponent in the third condition suddenly reduced the intensity of his settings and chose only the least intense possible shock for the subject. All three conditions resulted in reduced aggression. This decrement was greatest and most rapid among those subjects who were exposed to a precipitous decrease in the intensity of attack.     

Third party instigated aggression as a function of attack pattern and a nonaggressive response option

In the present study, subjects suggested what shock intensity a confederate should set for her opponent in a reaction time competition. Opponents displayed one of three attack patterns: increasing, decreasing, or minimal provocation. Also, for half the subjects a “no shock” option was available. A control group who had the nonaggressive option and for whom the opponent was nonaggressive (always chose “no shock”) was included. Results revealed that subjects' responses were governed by the norm of reciprocity; also the option reduced instigative aggression for subjects encountering increasing and decreasing provocation, while elevating aggressive response when the opponent was minimally provocative. Results are discussed in terms of attribution and locus of control.     

Testing the discriminant validity of a four‐dimensional occupational commitment measure

Building on prior work by Blau (2001a, 2001b, 2003) , the results of this study provided some support for a 4‐dimensional measure of occupational commitment ‐ that is, affective, normative and 2 dimensions of continuance commitment, accumulated costs and limited alternatives. Overall, affective commitment showed a stronger relationship to professional withdrawal intentions and to a lesser extent, professional development activities. Accumulated costs interacted with normative commitment such that there was a significant negative relationship of normative commitment to subsequent withdrawal intentions for low accumulated costs. Limited alternatives interacted with normative commitment in a similar way, such that there was a significant negative relationship of normative commitment to subsequent withdrawal intentions for low limited alternatives. However, the similarity of such interactive results, combined with the generally equivalent correlational results of accumulated costs and limited alternatives to other study variables, leads to the alternative speculation that a 1‐factor measure for continuance occupational commitment may be sufficient.     

The consequences of noncooperation for the target of third party instigated aggression

Consequences for a new target as a function of noncooperation was investigated in the instigative aggression paradigm. Subjects instigated partners to aggress against an opponent by suggesting what shock intensity to deliver. The partner was either cooperative (i.e., complied with the suggestion) or noncooperative (i.e., refused to set high shocks). Subsequently, subjects were given the opportunity to be directly aggressive by actually setting the shocks themselves. During this phase a new target who was nonprovocative was introduced. Subjects aggressed alone, in the presence of their partner, or in the presence of a new person. Results revealed that noncooperation reduced the level of instigative aggression and carried over to the second phase of the experiment. Subjects who had had cooperative partners were more aggressive toward the new target than were subjects who had had noncooperative partners. The presence or absence of the partner was not significant.     

Testing of an orthogonal measure of cultural identification with adult mission Indians

The Orthogonal Cultural Identification Scale (OCIS; Oetting & Beauvais, 1990-91) has been validated among Native American youth, but not adults. The present study sought to test the reliability (internal consistency) and validity (construct and factorial) of the OCIS among an adult Native American sample consisting of 389 Mission Indians (61% female). Participants were recruited from reservations using a venue sampling strategy. The OCIS was completed as part of a self-assessment packet of questionnaires. Internal consistency for OCIS subscale scores ranged from 0.76 to 0.91. Both concurrent and discriminant validity were demonstrated. Confirmatory factor analysis revealed 2 factors: (1) Anglo American Identification and (2) Native American Identification. These results indicate the OCIS is a reliable and valid instrument for use with adult Native Americans.     

Predicting workplace aggression: a meta-analysis

The authors conducted a meta-analysis of 57 empirical studies (59 samples) concerning enacted workplace aggression to answer 3 research questions. First, what are the individual and situational predictors of interpersonal and organizational aggression? Second, within interpersonal aggression, are there different predictors of supervisor- and coworker-targeted aggression? Third, what are the relative contributions of individual (i.e., trait anger, negative affectivity, and biological sex) and situational (i.e., injustice, job dissatisfaction, interpersonal conflict, situational constraints, and poor leadership) factors in explaining interpersonal and organizational aggression? Results show that both individual and situational factors predict aggression and that the pattern of predictors is target specific. Implications for future research are discussed.     

A comparison of the effects of vicariously instigated classical conditioning and direct classical conditioning procedures

Two groups of Ss received either two or 16 paired classical conditioning trials beyond the peak CR. A third group received the same stimuli as in the 16 postpeak condition but in an unpaired and random order. The stimuli in all three groups were delivered directly to S. Subsequently, all three groups, including a fourth which was not given any prior direct classical conditioning, were exposed to vicariously instigated classical conditioning. This consisted of havingS observe someone (model) employed byE who received the same CS as was delivered during direct conditioning. The CS was paired with the feigned arm movement of the model, simulating a reaction to shock. This vicarious classical conditioning procedure when compared to direct classical conditioning resulted in smaller GSR magnitudes for both the CRs and UCRs. Previous experience with direct classical conditioning seems to have had an attenuating effect on GSR magnitude during the vicarious situation. A postexperimental questionnaire tended to support the results, and the relationship between the present study and current classical conditioning theory is discussed.     

Validation of a measure of perfectionism

This article describes perfectionism, or the holding of and striving for unrealistically high standards, and presents two studies undertaken to investigate the convergent, discriminant, and predictive validity of the Perfectionism Scale (PS; Burns, 1980). College students in the first study completed the PS, several other measures of high standards, and measures of constructs that, conceptually, are differentially related to perfectionism. Correlational analyses indicated that the Perfectionism Scale has convergent and discriminant validity and seems to measure self-oriented perfectionism. The second study attempted to determine the predictive validity of the PS by testing a vulnerability model of subclinical depression outlined in Hewitt and Dyck (1986). PS scores were used to predict depressed mood changes in female college students following failure on important and unimportant tasks. As expected, the results indicated that perfectionism interacted with failure on important versus unimportant tasks to produce dysphoric mood. Evidence for the predictive validity of the PS was thus shown. Several directions for future research are discussed.     

Validation of a subjective helplessness measure

Investigated the potential utility and validity of a measure of subjective helplessness, the H25. Helplessness is defined as the degree to which the individual perceives him/herself to be unable to influence or control the initiation and outcome of a variety of potentially reinforcing activities. Alcoholic subjects were classified into three levels of self-reported helplessness. An initial multivariate analysis of variance indicated that the groups differed with respect to severity level across a number of dimensions of depressive symptomatology, with the High Helplessness group appearing significantly more depressed on each of the measures than Low Helplessness subjects. Subsequent analyses supported the construct validity of the H25. Those measures found to be most descriminating between groups and most predictive of the level of helplessness reflected a dimension of behavioral retardation consistent with the motivational dificits noted in the learned helplessness model. Recommendations for the future validation of individual difference measures of helplessness are discussed.     

Overclaiming as a measure of faking

Researchers have recently asserted that popular measures of response distortion (i.e., socially desirable responding scales) lack construct validity (i.e., measure traits rather than test faking) and that applicant faking on personality tests remains a serious concern ( [Griffith and Peterson, 2008] and [Holden, 2008]). Thus, although researchers and human resource (HR) selection specialists have been attempting to find measures which readily capture individual differences in faking that increase personality test validity, to date such attempts have rarely, if ever succeeded. The current study, however, finds that the overclaiming technique captures individual differences in faking and subsequently increases personality test score validity via suppressing unwanted error variance in personality test scores. Implications of this research on the overclaiming technique for improving HR selection decisions are illustrated and discussed.     

Choosing a patient-reported outcome measure

There has been much philosophical interest regarding the ‘hierarchy of evidence’ used to determine which study designs are of most value for reporting on questions of effectiveness, prognosis, and so on. There has been much less philosophical interest in the choice of outcome measures with which the results of, say, an RCT or a cohort study are presented. In this paper, we examine the FDA’s recently published guidelines for assessing the psychometric adequacy of patient-reported outcome measures. We focus on their recommendations for demonstrating content validity and also for how researchers should weigh up the sum of psychometric evidence when choosing these measures. We argue that questions regarding judgment and understanding meaning of these measures should play a more central role in determining their adequacy.     

Gender differences in smoking behavior in a university workplace

Behavioral approaches to smoking intervention benefit from an understanding of smoking behavior. We investigated gender differences in smoking behavior by observing 292 men and 648 women smoking in a university workplace. Although men smoked more cigarettes in longer break times than women, there were no gender differences in the time individual cigarettes were lit or time in the mouth. However, men inhaled significnatly more than women. The social environment differed with male smokers talking to equal numbers of men and women, while female subjects talked to more females than males while smoking. In smoking lounges, more women than men held the cigarettes near their face (38 vs. 28%). With increasing age, male smokers took longer breaks, had cigarettes lit for less time, and talked to more men, whereas with increasing age female smokers took fewer puffs and talked to fewer men. Thus men take longer breaks, smoke more cigarettes, and inhale more often than women in a university workplace setting.     

Personality correlates of a measure of honesty

It was hypothesized that screening applicants for theft proneness using the Reid Report might screen in more conservative, more rigid, and less creative candidates, in effect outweighing the benefits of the instrument. A sample of 179 applicants were administered the 16PF and the Reid Report. Sex, minority status, and type of position applied for were shown to be independent of performance on the Reid Report. Applicants passing the Reid Report were shown, at a statistically significant level, to have higher ego strength, to be less anxious, more apt to behave in socially desirable ways, less driven by id impulses, and less inhibited. Furthermore, applicants failing the Reid Report were shown to have total 16PF profiles which were statistically significantly closer (D²) to the 16PF profiles of five pathological groups than were those passing the Reid Report. Higher scores on the Reid Report were related to faking good on the 16PF. Since the relationship between 16PF faking good and the Reid Report may be indicative of real personality variance, distortion variance, or both follow-up research has been suggested.